Wolverine World Wide, Inc.
535 U.S. 81, 152 L.Ed.2d 167, 70 USLW4191, 82 Empl Prac. Dec. P 40,921, 145 Lab.Cas, P34, 457,27 Employee Benefits Cas. 1865, 7 Wage & Hour Cas.2d (BNA) 1153, 23 NDLR P 1, 2 Cal. Daily Op. Serv. 2475, 2002 Daily Journal D.A.R. 3017
FACTS: Tracy Ragsdale worked for Wolverine World Wide in 1995, during which time she was diagnosed with Hodgkin’s disease. Through the organizations leave act Ragsdale was allotted seven months of leave time. On February 21, 1996 she was given the first of seven one month extensions. The company paid for all medical insurance during her six months of leave. They didn’t tell Ragsdale that the 12 weeks would count as her FLMA leave. After the seven months had elapsed Ragsdale still requested another 30 days at which point Wolverine discussed with her that her company leave was exhausted. Wolverine believed that since it over complied with the regulation it didn’t need to notify the employee of its usage. After which Ragsdale, wished to peruse a part-time position which was rejected by Wolverine. At which point Wolverine terminated Ragsdale, because she didn’t return back to work.
ISSUE: If an employer exceeds the Family Medical Leave Act requirements do they have to still abide by the basic Department of Labor standards?
DECISION: The lower court moved for a summary judgment at which point Wolverine World Wide stated that they granted all requests under the company leave act, and paid for all medical expenses. After which time the employer refused Ragsdale’s request for a part-time position for whatever business reasons. Wolverine argued that they complied with the Family Medical Leave Act by allotting more than twice what the regulation requires. Ragsdale argued that since Wolverine did not comply with the regulation by telling her that her Family Medical Leave Act benefits were being used, they were null and void. The lower court ruled in favor of Wolverine...